Report on

“Human Resource Practice in BEXIMCO-Pharmaceuticals Ltd.”

Prepared for:

Instructor: Mr. Shafiqul Alam

(HRM 301) INTRODUCTION TO HRM

Section-1, Autumn 2016

Independent University, Bangladesh

Prepared by:

Group Name: 9

1. MD. Badsha Sekandar 1410817

2. Syed Jubair Hassan 1321491
3.
4.
5.

Date-14Nov, 2016

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 Letter of Transmittal

14 November 2016

To

Mr. Shafiqul Alam

Faculty

School of Business

Independent University, Bangladesh

Bashundhara R/A, Dhaka 1229.

Subject: Permission for submitting the report on “Human Resource Practice in BEXIMCO-
Pharmaceuticals Ltd.”

Dear Sir,

With due respect and humble audience, we would like to take the opportunity that you are giving
us the chance to do a project report. It is our great pleasure to submit my report on the topic
of“Human Resource Practice in BEXIMCO-Pharmaceuticals Ltd.”We have gathered information and
tried to put in the report as much as possible within the limited time. In preparing this report, we
have tried our level best to include all the relevant information.We have tried to give as much relevant
information as we can.

We therefore hope that you would find the report is in order according to the information given
.In case of query, we are always available for our classification.

Sincerely yours,
Syed Jubair Hassan
On the behalf of the Group Members
Group 9

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 TABLE OF CONTENT

Executive Summary 05
Methodology 05
Objectives 05
Company Overview 07
Vision 08
Mission 08
Core Values 09
Human resource Management 09
Functions of HRM 09

HR Department in BPL 10
HR Department Objectives 10
Responsibilities of HR Manager 10
Human Resource Management Hierarchy 11
Recruitment 11
Job Description 17
Selection 18
Employee Training method 20
Development 20
Termination 21

Discipline 23

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 SWOT Analysis 24

Findings & Recommendations 26

Conclusion 27

Executive Summary

Beximco Pharmaceuticals Limited (BPL)is a leading edge pharmaceutical company based in

Bangladeshand is acclaimed for its outstanding product quality, world-class manufacturing
facilities, product development capabilities and outstanding professional services. Its
strategicstrengths include strong recognition of brands, highly skilled work force and
diversified business mix. Being a Learning Organization the core essence of Beximco Pharma is
itsentrepreneurial spirit in every sphere of its management. In this spirit, the tasks of
eachmanagerial function are carried out through HRM.In this report, we have tried our best
to exemplify how the basic functions of HRM areexercised in Beximco Pharma. We
have analyzed BPL’s several functions: planning, recruiting and selection, training and
development, performance appraisal and employeecompensation from the view of
Theoretical Definition, Practical Application,BasicPrinciples followedandTechnology used
in each of the functions. We also discussed theBPL’s goals, mission and vision. This report
focuses on theOrganization’s recruitingprocess, selection process, source of recruiting,
attracting, method of training,method of developing, compensation and pay rates of
BPLwhich is very significantfrom contemporary managerial perspective and also a key concept
of organization theory.we tried to give a thorough idea of the overall economic and industrial

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condition, existingcompetitions in both home and abroad, and future threats of
international open marketsetc.

Methodology:

In order to conduct such a study the report follows some specific methods. The report is
descriptive in nature. Data were collected from mainly Secondary Sources To complete our
report and reach in a decision we use some method. To collect information, we search internet,
read newspaper, and utilize our personal observation. As it is a report so our data is secondary
data.

Objectives:
Our main objective is to prepare this report to know about the human recourse practice inan
organization. We try to focus on the report about the HR practice in BEXIMCO-PHARMA. The
objectives of the study are as follows:
♦To know the HRM policies followed in BPL, Bangladesh.
♦To identify the various avenues for improving the HRM policies of BPL,Bangladesh.
♦Suggesting strategies to improve the HRM policies of BPL, Bangladesh

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 COMPANY OVERVIEW

ABOUT COMPANY:

Beximco Pharmaceuticals Ltd. is a leading edge pharmaceutical company based inDhaka,

Bangladesh and is acclaimed for its outstanding product quality, world-classmanufacturing
facilities, product development capabilities and outstanding professionalservices.
BeximcoPharma is the pioneer in pharmaceutical export from Bangladesh andhas received
National Export Trophy (Gold), the highest national accolade for export, for record three times.

Year of Establishment:
1976

Commercial Production:
1980

Status:
Public Limited Company

Business Lines:
Manufacturing and marketing of Pharmaceutical Finished Formulation Products, LargeVolume
Parenteral, Small Volume Parenteral, Ophthalmic Preparations, Nebulizer Solutions and Active
Pharmaceutical Ingredients (APIs)

Overseas Offices & Associates:

Australia, Bhutan, Cambodia, Chile, Ghana, Hong Kong, Indonesia, Jordan, Kenya,Kuwait,
Malaysia, Myanmar, Nepal, Pakistan, Philippines, Saudi Arabia, Singapore, SriLanka, Vietnam
and Yemen

Authorized Capital (Taka):

2,000 million

Paid-up Capital (Taka):

1,259.57 million

Number of Shareholders:
Around 66,000

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Stock Exchange Listings:
Dhaka Stock Exchange, Chittagong Stock Exchange and AIM of London Stock Exchange

Number of Employees:
2,310

Organization Vision

We will be one of the most trusted, admired and successful pharmaceutical companies in the
region with a focus on strengthening research and development capabilities, creating partnerships
and building presence across the globe.

Mission

We are committed to enhancing human health and well-being by providing contemporary and
affordable medicines, manufactured in full compliance with global quality standards. We
continually strive to improve our core capabilities to address the unmet medical needs of the
patients and to deliver outstanding results for our shareholders.

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 Core Values
Our core values define who we are; they guide us to take decisions and help realize our
individual and corporate aspirations.

Commitment to quality: We adopt industry best practices in all our operations to ensure highest
quality standards of our products.
Customer satisfaction: We are committed to satisfying the needs of our customers, both internal
and external.
People focus: We give high priority on building capabilities of our employees and empower
them to realize their full potential.
Accountability: We encourage transparency in everything we do and strictly adhere to the
highest ethical standards. We are accountable for our own actions and responsible for sustaining
corporate reputation.
Corporate Social Responsibility:We actively take part in initiatives that benefit our society and
contribute to the welfare of our people. We take great care in managing our operations with high
concern for safety and environment.

Human Resource Management

Human resource management involves all management decisions and practices that directly
affect or influence the people, or human resources, who work for the organization. In modern
years, amplified concentration has been devoted to how organizations manage Human
Resources. This augmented focus comes from the comprehension that an organization’s
employees facilitate an organization to attain its goals and the management of these human
resources is vital to an organization’s success.

Functions of HRM:
 Planning for Organization, Jobs and People, Strategic Human Resources, Job Analysis
 Acquiring Human Resources, Equal Employment Opportunity, Recruitment, Selection,
Orientation
 Rewarding Employees, Compensation and benefits, Performance Appraisal
 Building Performance, Training, Human Resource Development

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  Maintaining Human Resources, Safety and Health, Labor Relation, Employment
Transition

Human Resource Department in Beximco Pharmaceuticals Limited

Human Resource Department is now a vital part in organization. Human Resource Department is
responsible for developing employee’s behavior, personal skills, and abilities organizational and
individual’s goals encouraging people to be productivity and satisfied employees.

In country like Bangladesh, human resource department is considered to be a new department. It

is important that organizational affairs take as most important one. Beximco Group is one of the
biggest names in corporate world in Bangladesh, Beximco Pharmaceuticals ltd which is under
Beximco group which has almost 2700 employees. M Bhuiyan is the Hr Manager of Beximco
Pharmaceuticals ltd.

HR Department is playing a crucial role handling all the employee related matters and trying
their level best maintaining standard in achieving their goals and objectives.

HR DEPARTMENT OBJECTIVES

Right People in right place.

Effectiveness of procedure for recruiting, placement, career planning, training and
development and promoting all level of employee.
Appropriateness of reward system for motivating and changing employees.
A work environment that minimize absenteeism and keep turnover at a desirable level.
Implications for the future demand of HR.

RESPONSIBILITIES OF HR MANAGER
Responsible for the whole activities of HRDept.
Implement HR Strategy smoothly and properly.
To ensure the smooth work environment for the employees.
To measure yearly performance appraisal for the employees.

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 Maintaining overall monitoring and control system.

Human Resource Management Hierarchy

Manager

Senior
Junior
Executive
Officer
Officer

Executive Asistant
Officer
Officer Officer

RECRUITMENT

Recruitment is a process by which searching for and obtaining applicants for jobs, from among
whom the right people can be selected. Beximco Pharma has an extensive recruitment process.
According to their need, they hire people that help organization need and fulfilled standard that
increase effectiveness & efficiency of BPL. They generally recruit 3 times a year and sometimes
recruit according their need.

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 Recruitment and Selection process in BPL:

Beximco commits to promote best employment equality practice in its efforts to eliminate
discrimination and create working environment treated everyone with fairly & respect. Beximco
believes in -

To have a workforce that reflects the diversity of local communities and believe that it
can best serve the citizens of the country
All people should have an equal chance to apply for vacant position & considered for
jobs.
People’s differences should be valued.
Ensure all employees are aware of the company’s employment equality policy statement
through training and guidance.
Create working environments that promote fair & equal opportunities.
Take seriously any concerns that an existing employee or job applicants raises.
Harassment, bullying & discrimination are not acceptable.
Compliance to have strict rules to ensure that recruitment decisions are based on merit
Medical fitness is pre-requisite for all positions.
Panel interviews comprising of Functional Head & HR Head.
Sources for recruitment are through campus, consultants, employee referrals, internal job
postings and the internet.
We are an equal opportunity employer and do not discriminate on the basis of race,
community, religion or sex.

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 Recruitment process:

Determined Determined Job

the number of
Job Criteria advertisement
vacant post

Screening Written Test Viva

Selection &
Job offer

1) Determined the number of vacant post: At first Hr department determined how many vacant
vacancies are there in different department of BPL. HR department asks other departments
how many employees they need.

2) Determining the job criteria: HR department consults with other departments regarding
vacant job criteria. As different jobs required different criteria.

3) Job Advertisement: Beximco Pharma Post their job advertisement to newspaper, bdjobs.com
and their own web portal.

4) Inviting Applicants: After advertising job post, applicants submit their CV or Resume
through e -mail, bdjobs.com Beximco Pharma account. Beximco Pharma also has a CV bank.
After submitting their application an auto generated tracking number & CV identification is
given to candidate.

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5) Screening: After submission of CV hr department sorted out selected applicants for written
test. Screening based on various factors & requirements.

6) Written Test: After selecting applicants from, they are being call for written test. Written test
consist of 100 numbers. Bangla - 20, English - 20, General Math - 20, General Knowledge -
20, essay - 20. Those applicants’ secure highest marks are called for viva.

7) Viva Test: Viva test consists of 100 numbers. An independent viva panel conducts the viva
test. Panel board given the at most power regarding interview, their decision is considered the
final one. No interferences will be allowed in this process.

8) Selection & Job offer: After the end of interview, number of written & viva test will be
counted. Those applicants who got highest marks will be chosen and will be consider for
vacant post. His selection letter will be send through e-mail, Mailing or call up by hr
department. Applicants must have to sign contract paper for job.

RECRUITMENT SOURCE

Beximco always try their level best attracting the best talent for recruitment. Maximum possible
range of labor markets and other places where from they can get most suitable & obtain qualified
applicants, in terms of required characteristics determined by job analysis. But while choosing
the source, the strength and weakness is measured by Beximco.

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 Recruitment Source Name
Internal Source Present Employees, Employee Referrals, Former
Employees, Trade union, Employee Association.
External Source Advertisement, Recruitment Agency, Job Fair,
Campus Recruitment, Employee Exchanges,
Interns, Walk Ins

Internal Source:

There could be a person competent for the required job working within the organization. If there
is, the existing manpower is then shuffled to place the selected person in the new post. If there is
no such person inside the company, then the management goes for the second step

Job-posting programs: HR departments become involved when internal job openings are
publicized toemployees through job positioning programs, which informs employees about
openingand required qualifications and invite qualify employees to apply. The notices usually
are posted on company bulletin boards or are placed in the company newspaper.Qualification
and other facts typically are drawn from the job analysis information.The purpose of job posting
is to encourage employees to seek promotion and transfers thehelp the HR department fill
internal opening and meet employee’s personal objectives. Not all jobs openings are posted
.Besides entry level positions, senior management andtop stuff positions may be filled by merit
or with external recruiting. Job posting is mostcommon for lower level clerical, technical and
supervisory positions.

Employee referrals: Employee referral means using personal contracts to locate job
opportunities. It is are commendation from a current employee regarding a job applicant. The
logic behind employee referral is that “it takes one to know one”. Employees working in the, in
this c a s e , are encouraged to recommend the names of their friends working
inother organization for a possible vacancy in the near future.

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Departing Employees:An often overlooked source of recruiters consists of departing
employees. Manyemployees leave because they can no longer work the traditional 40 hours work
week .School, child care needs and other commitments are the common reason. Some
mightgladly stay if they could rearrange their hours of work or their responsibilities .Instead,they
quit when a transfer to a part-time job may retain their valuable skill and training.Even if part-
time work is not a solution, a temporary leave of absence may satisfy theemployee and some
future recruiting need of the employer.

External Source

All the above options being considered, the company goes for external recruiting if needed.
Those who best meet the skills, qualifications, experience and competenciesrequired for the
position should fill vacancies. Therefore, if there is no candidate withinBPL, Bangladesh who is
suitable for the role, external advertisement should be placed toattract the potential candidates
followed by the selection procedures:

Advertisement:The Company gives advertisement in national dailies to attractthe talents from the
market. BPL, Bangladesh puts two types of advertisements in thenewspapers. It sometimes keeps the
identity concealed in the ads, mentioning a GPOBOX number only. The purpose of the concealed
identity is to avoid the unwanted pressure from the stakeholders for the employment of their desired
candidates. But thisway the company may lose the talents out there in the market who would have
applied for the same post had they known the name of the organization. This is why the companykept
the identity open in their recent job advertisement when the quality of the candidatewas a very
important factor to consider. By revealing the BPL identify, the companyattempts to attract the best
potentials among all the others

Walk-ins and Write-ins:Walk-ins are some seekers who arrived at the HR department of BPL
in search of a job; Write-ins are those who send a written enquire. Both groups normally are
asking to complete and application blank to determine their interest and abilities. Usable
application is kept in an active file until a suitable opening occurs or until an application is too
old to beconsidered valid, usually six months.

Beximco Pharmaceuticals Normally recruits from WALK INS Interview process.

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 Job Description

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 Selection Process:

Selections a process starts with gathering information from a candidate’s application and ends up
with selecting him for a particular position of an organization.
Selection criteria at Beximco: To select the appropriate candidate is very important because
more attention is paid to the costs of poor selection. The selection decision has always been
important as the way for a company to obtain the human resource that is appropriate for the job
and company. Beximco created selection criteria to make the selection procedure easier.
Developing good selection criteria is a very useful technique for outlining the particular needs of
department for a particular position. This process makes the selection procedure much easier,
Specific, straight forwarder and less subjective.

Screening and Short-listing Applications: The responses to the advertisements are sorted
and screened. The CVs as well as the Covering letters are judged. In the covering letter, the
style and language of writing, the emphasis put on the areas asked for tin the
advertisements and the quality of the letter (whether it is specifically tailored to the
advertisement or just a standard response) are the aspects that are judged. Different weights are
assigned to the selection criteria mentioned i n t h e m a n s p e c i f i c a t i o n d e p e n d i n g o n
t h e i r r e l a t i v e i m p o r t a n c e . B as ed o n t he p r es en c e of t h e se f a ct o rs t o t he
de s i r e d ex t e nt the cumulative weights for all the applicantsare counted and the short list of a
sizable number of the top most candidates is generated.However, the HR officials also study the
CVs with the respective line manager to check whether any valuable deciding parameter is
missed that are mentioned in the CVs. Thenthe candidates selected in the short list are called for
the written test.

SELECTION TOOLS

The Chief Executive Officer has sole authority for any selection without any competitive
examination. Otherwise the following process is used for employee selection by Beximco.
 Written Test: Written Test is only applicable for junior management and non managerial
contractual positions. In exceptional cases where specific knowledge and skill areas are
needed to be identified and interview is not sufficient enough to deal with, written test is
applied as selection tools.

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  IQ Test: IQ Test is applicable for all junior management and non managerial contractual
positions. Human Resource Department is solely authorized and responsible for selecting
the question patterns, venue and time of examination.

 Interview
The interview process is a three-tier one. A preliminary interview is conducted
which follows the “elimination method”. After that, the second interview takes place
with a very f e w nu m b e r o f ca ndi d at e s. Th en t h e f i n al l y s el e ct ed pe r son i s
c al l ed fo r t h e f i n al interview. The interview time is kept convenient for the
candidate especially if s/he is w or ki n g el s ew h er e at t h e t i m e of i nt e rvi e w.
In t h at c a se t h e c ho se n t i m e i s af t e r t h e business hour.

1. Reference Check: Reference checks allow obtaining information and opinions

regarding the person’s character, quality of the work and suitability for the
position. It is an opportunity to validate the information received from the
candidate via their resume and the interview..

2. Employment Decision: If the candidate has no problem with the stated

terms and conditions of the job and the organization mentioned and
discussed in the final interview, s/he is offered an application blank. The
application blank is a standard format of employee-information that includes all
the information the organization needs regarding the personnel. The candidate
has to fill this blank and submit this to the company along with a CV.

3. Pre-employment Medical Check-up: After submission of the application and

the CV, the selected person has to go through full medical check-up that
guarantees her/his physical fitness to perform the job successfully. A medical
practitioner who uses a physical capability analysis that assesses the candidate
a gai nst t h e ph ys i c al c ap a bi l i t i e s do cu m ent e d fo r e a ch r ol e
co ndu ct s t h e m e di ca l . A medical is also appropriate for internal candidates
if they are applying for positions that require different physical capabilities.

4. Offering the Role: Once the health check-up is done, the candidate is
given an offer letter specifying the salary package, job responsibilities,
utilities that will be provided by the organization. Even at this stage the
selected candidate has the chance to withdraw her/himself from the job offer.
s/he is always free to discuss whatever difficulty may arise regarding
pay-structure/facilities, etc. the door of HR is kept open for any sort of relevant
discussion.

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  Signing Authority: HR Manager has sole authority for any employment up to mid level
manager, non-management, & all contractual employees. Managing Director has sole
authority to sign employment of senior management.

SELECTION CRITERIA IN BEXIMCO PHARMACEUTICALS LIMITED

 Analytical Skills
 Communication Skills
 Leadership Skills
 Management Skills
 Negotiation Skills
 Decision Making Skills

Training and Development program of BPL:

Training:
A learning experience in that it seeks a relatively permanent change in an individual thatwill improve his or her
ability to perform on the job. To make training a success, a trainer should take care of the following points:

 Make learning meaningful.

 Make skills transfer easy and
 Motivate the learner

Employee Training Method

 On-the-job Training:On the job training is a training that shows the employee
how to perform the job andallows him or her to do it under the trainer’s supervision.
On the job training is normally given by a senior employee or a manager like senior
merchandiser ora manager. The employee is shown how to perform the job and allowed
to do it under the trainerssupervision

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 1. Informal Learning:This learning process is not determined or designed by
theorganization. But the organization may ensure it by creating a learning environment
inthe organization.

2. Job Instruction Training:Listing each job basic task, along with key points, in order
to provide step-by-step training for employees.

3. Lectures:The most simple and quick way to provide knowledge to large groups
of trainees.

4. Simulated Training:It places the trainee in an artificial environment that closely

mirrorsactual working conditions

 Off-the-job Training:

1. The Case Study Method:Here the manager is presented with a writtendescription of an

organizational problem to solve in a discussion with other trainees.

2. Management Game:The manager presented with a computerized decisionregarding but

simulated situations.

3. Outside Seminars:Many organizations now are using this popular method

onvarious aspects of business and management.

4. B eh a vi o r M od el i n g : It involves the Modeling-Role Playing-Socialreinforcement-

Transfer of training

Development:

Any attempt to improve current or future management performance by impartingknowledge,

changing attitudes, or increasing skills.

Any effort toward developing employees must begin by looking at the

organizationsobjectives. The objectives tell us where were going and provide a framework
from which our managerial needs can be determined

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 Employee Development Method

Managerial On-the-Job Training:The development of employee’s abilities can

take place on the job. It includes:

Job Rotation:It involves moving a trainee from department to department to broaden

their understanding of all parts of the business and test their abilities.

Coaching Approach:The trainee works directly with a senior manager or with the person
they are to replace.

Action learning:Here the management trainees are allowed to work full -timeanalyzing
and solving problems in other departments.

Types of Training:

 Technical Training
 Management Training
 Safety Training
 Occupational Health
 General Training (Management, Accounts, Sale etc.)
 Social Skill Training
 Fresher Training
 Workers Education Training

Termination
Termination is the process of separating employees from his or her position. For termination two
method used by Beximco Pharma, 1) Voluntary Termination, 2) In voluntary Termination.

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Voluntary Termination is a voluntary decision taken by an employee to resign the employment
of the organization. In voluntary termination is a decision taken by Beximco Pharma to terminate
the employment of an employee.

Beximco Pharmaceuticals following this procedure for termination based 2 criteria -

a) Fraud & Forgery: If an employee is charged with fraud or forgery, he or she immediately
terminated from his post & no benefited will be given to him.
b) Bottom the line: If employees bottom the line misbehaves & cannot able to maintain
professional manner, then immediate termination.

Voluntary Termination Procedures:

An employee is expected to give as much advance notice as possible but it not be less
than 2 weeks.
An employee should provide written notification to the manager of his intention to resign
from employment with Beximco.
An employee who does not provide adequate notice will stuck payment of accrued,
unused vacation days.
Employee must work the entire notice period unless the time off requested & approved
prior to the resignation.
Employee may request a personal exit interview with HR Department.

In voluntary Termination Procedures:

Manager must review an involuntary termination decision with the next level of
management and the Department of Human Resources prior to the issuance of a decision.
Manager is responsible for compiling complete and accurate documentation regarding the
termination decision as outlined in the Performance Improvement Policy.
Manager is responsible for conducting the termination meeting and for documenting
comments made by the employee during the meeting. The supervisor may request a
representative from Human Resources to be present at the meeting.

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 DISCIPLINE

BEXIMCO has set many rules and regulations to maintain discipline of employees and it is very
important to obey them to avoid punishment. Employees will be responsible for being aware of
all policies, rules, directives and procedure as issued and directed by company. Every employee
should carry out his assignment as entrusted to company with full devotion, integrity and
sincerity. Every employee has to perform his work timely and competently in a way company
directs. To avoid misconduct there will be the following applied: fair rules & consequences,
clearly communicated policies, conduct a fair investigation, balance consistency & flexibility,
and use corrective actions.
Disciplinary Action: An employee failing to abide by the rules and regulation, directives and
code of conduct BEXIMCO. Shall cause disciplinary action to be taken and penalty involved are
described in below:
Disciplinary action will be taken against an employee who:
Commit a breach of this rule/ discipline
Breaking the code of conduct
Is found to be negligent, inefficient or corrupt.
Knowingly does anything prejudicial to the interest of the organization.
Convicted of a criminal offence by the court.
Habitual absence without leave or intimation for more than 10 consecutive days.
Sharing any confidential information with other company which is competitor of our
company.

The following are penalties that are minor and major, depending on the condition of the incident:

 Suspension
 Withholding of increment or promotion
 Recovery from pay of the whole part of any loss caused to the
 Organization by negligence or breach of orders.
 Reduction to a lower post or grade
 Compulsory retirement

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  Termination from service
 Dismissed from service

SWOT ANALYSIS

Strength Weakness Opportunity Threats

Strong Brand Image. Production cost is high. Can increase their Strong Competitions
market share by from locals &
producing more multinationals like –
products. Square, Reneta,
Opsonin Aristopharma,
GSK & Sanofi – Aventis
Experienced They have to depend Can invest more on Current financial crisis
Management, highly on the raw materials production facility of both in Bangladesh &
skilled work force & from outside. BPL. Europe may hamper
diversified business their expansion inside
mix. & outside of

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 Bangladesh.
Sound working No labor union. Beximco can expand Rivals company
Environment. their foreign export & spreading false
look for new market. propaganda about
Beximco.
Many Substitutes are Can more involved in Instable Political
Market leader in available in the different social turmoil in Bangladesh
pharmaceuticals market. initiatives. may hamper their
industry. growth.
Involved in different Lack of informational Beximco can take more
social initiative. reliability, since market aggressive promotional
is too large. strategy.
Excellent distribution Sales activities are less Beximco can give more
network. founded in remote benefits to employee’s
rural areas. that will increase
loyalty that will be
shown up in their
working productivity.
Demand of product It Produces very small Beximco can arrange
from foreign kind of inject tablets. more training for their
countries. employee.

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 FINDINGS AND RECOMMEDATIONS:

CRITICISM RECOMMANDATION

. The manager – training program of the

company is a good way to groom a to -
be – manager for the probable vacancy in
the future. The organization should
Sometimes Less Qualified Managers Create
regularlyfollow this procedure to build a
problems & create Bad relation with Employees
productive and valuable workforce. The
selection toolsand procedures used in this
program have also provided to be very
effective.

Management Decision are centralized Distribute equal share of work among

employees that will ease working load.

No labour union that resulted in denying certain Management should give opportunity to
rights of workers. worker in forming labor union that will
ensure workers rights.

Beximco is too much city centric rather than weak Beximco Should give equal importance both
presence in rural market. rural & city market.

Considerable volume of applications is dropped .. The organization can promote its image
in the organizations as a result of the exposure as a potential recruiter through its
created in the job fairs successful participation in the job fairs.

Recruitment & Selection Process is lengthy Give more emphasized-on e - recruitment

system that will decrease timing in
recruitment. It will save money, time &
energy.

Table No 26: Criticism & Recommendations.

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 CONCLUSION

Beximco Pharma is one of the biggest names in corporate house in Bangladesh. Their unlimited
success because of their human resource. In present world business human resource is one of the
biggest factors. Beximco Pharma done absolutely that has been required for running business &
administration activities. As days are coming the importance of HR becoming very vital for
organization. In coming future Beximco will make world class HR Department that will known
for his perfectness in conducting all the HR activities. Beximco will give more opportunity to all
other departments regarding recruitment decision making that will ensure more governance &
transparency in the organization.

Beximco carrying the flags of Bangladesh & in future it will be one of the biggest names in
corporate world. All the best to them.

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